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Handle annual leave, sickness, parental leave and protected situations with a clear record of entitlements and decisions.
What we help you decide
Manage leave and absence. We assess the relevant documents, explain the available routes and agree the scope of advice before taking further steps.
Annual leave
Distinguish statutory minimum leave from additional contractual leave. Entitlement, carry-over, lapse and compensation on termination require separate checks. Employer information duties and long-term sickness can affect expiry; a standard year-end reminder is not a substitute for checking the actual circumstances.
Sickness and return to work
Review notification, evidence, continued remuneration and occupational-health questions without seeking unnecessary medical details. A workplace reintegration process may be required after qualifying periods of incapacity. Any contemplated health-related dismissal needs a separate assessment of prognosis, operational effects and alternatives.
Family and disability protection
Pregnancy, maternity, parental leave, care responsibilities and severe disability can trigger particular rights and dismissal restrictions. Verify the relevant dates, notification requirements and authority approvals early. Different protections have different eligibility rules and exceptions.
Practical example
An employee returns after a lengthy illness and requests reduced hours. We separate accrued holiday, reintegration, disability-related adjustments and the part-time request, allowing HR to take consistent decisions without treating all four issues as a single absence problem.
Documents for an initial review
- Leave account and employee communications
- Absence timeline and reintegration records
- Requested working pattern
- Relevant notification and approval documents
Related advice
Occupational health, safety and workplace reintegration · Dismissal and termination in Germany · Holiday entitlement and unused leave · Severe disability and employment protection · Pregnancy, maternity and parental leave · Special protection in employment · All employment law services · Discuss your matter
Legal sources
Reviewed: 8 November 2026. The application of these rules depends on the facts, the relevant documents and any applicable collective arrangements.